Meet the HR Disruptors! We love sharing how our great Pro members of the Disruptive HR Club are disrupting HR in their organisations. Sharing challenges and learnings with each other is a powerful way to grow our HR and leadership capabilities. This month, we're thrilled to spotlight Rob Peacock, Head of Talent and Development at The Very Group, and a valued Club member since 2021. Rob shares his journey from banking to HR, his passion for continuous learning, and how he and his team are driving positive change in the workplace. Learn how they're tackling the challenges of AI, hybrid work, and more to build a dynamic, future-ready workforce. Discover Rob's insights and innovative approaches: https://lnkd.in/e7uFCQkr #Disruptor #HR #Talent #Development #Future
Disruptive HR
Human Resources Services
London, England 134,093 followers
If outdated HR practices are holding you back, then you're in the right place!
About us
Disruptive HR aims to change outdated people practices for good! We work with HR and Leaders all over the world, providing both inspiration and practical support. The Disruptive HR Club is our global community designed to help HR professionals stay ahead of the curve and learn new skills, with all the resources they need to be successful in today's ever-changing world. We also offer training, keynotes and in-house workshops that enable our clients to change HR for good and make it more relevant for a disrupted world. Our approach to HR is underpinned by our unique EACH framework (Employees as Adults, Consumers and Human beings) and our belief that organisational performance is enhanced by moving away from traditional parental, one-size-fits-all processes that have dominated the people function for decades.
- Website
-
http://www.disruptivehr.com
External link for Disruptive HR
- Industry
- Human Resources Services
- Company size
- 11-50 employees
- Headquarters
- London, England
- Type
- Privately Held
- Founded
- 2015
- Specialties
- Talent Management, Leadership Development, HR Training, Keynote Speaking, HR Workshops, Online HR training, HR Insights and trends, Future of work, Agile HR, Online Products for HR and Leaders, and Bespoke workshops
Locations
-
Primary
151 Wardour Street
London, England W1F 8WE, GB
Employees at Disruptive HR
Updates
-
We often moan about the fact that line managers will try and avoid the difficult conversation with an under-performing employee. I often think we should be amazed that they happen at all! It’s such a horrible thing to have to do. Telling someone that they are not good enough is a massive blow to someone’s ego – they are left feeling hurt and frightened and occasionally, angry. It’s the ultimate rejection. The day managers come skipping into work, eagerly anticipating having to hurt and frighten someone, is the day they should give up managing people. And yet, of course, having them is important – and often the kinder thing to do than not addressing issues that are preventing that person from being successful. In this 5 Minute Monday, we are looking at how we can help line managers to do something that is unpleasant and yet vital. Become a Pro member to watch the full video over on the Disruptive HR Club, along with 100s of other resources, videos, toolkits and live training topics! https://lnkd.in/dVDgBHXy #Disruptor #HR #Human #Resources #Future #Work
-
Ready to challenge the status quo? Rethink the conventional with this tactic from Lucy Adams' book HR Disrupted. Perfect for your next team meeting! #Teams #HRSkills #HR #Toolkit #HRDisrupted If you‘re looking for more inspiration, check out Lucy's book, it’s filled with practical people solutions for a disrupted world: https://lnkd.in/egTwV5Ey
-
-
In today’s rapidly evolving world of work, traditional HR practices are no longer sufficient. The old models of managing people, rooted in control and compliance, are not just outdated - they’re holding your organisation back. To thrive in this disrupted environment, your business needs an HR approach that is agile, human-centred, and designed for the realities of the modern workforce. That’s where Disruptive HR comes in. Our global community is designed to help you stay ahead of the curve, learn new skills, and get the tools and resources you need to be successful in today’s ever-changing world. Choose the membership that suits your needs and budget: → https://lnkd.in/dVDgBHXy #Disruptor #HR #Human #Resources #Future #Work
-
-
Sharing because we think everyone should see this today! #Disrupting #HR #Workplace #Development #Future
Tech Entrepreneur | 2x CEO & Founder | Author | Keynote Speaker | Follow for daily posts about Mindset, Personal Growth, and Leadership
The best way to infuriate a new hire... (And send them running!!) If you hire someone, it means you believe they can do the job. So why the "trust is earned" nonsense? It just shows you don't trust your OWN decisions. Advice to leaders 👇 The moment you bring someone on board, trust them. Don’t make them jump through hoops to prove themselves. Trust builds a strong, motivated team. But how do you really do it? It's as simple as this: 1. Stop Micromanaging ↳ Instead of constantly overseeing every detail, delegate tasks and TELL THEM YOU TRUST THEM. 2. Avoid Over-Scheduling ↳ Rather than dictating every moment of their day, give employees the freedom to manage their own schedules. 3. Be Transparent ↳ Replace secretive behaviour and eliminate any uncertainty with open and honest communication. 4. Seek Their Input ↳ Rather than imposing your own ideas, encourage employees to share and develop their own. 5. Embrace Failure ↳ Stop penalising mistakes and support calculated risk-taking. 6. Listen More Than You Speak ↳ Actively listen to your employees instead of dominating conversations. 7. Demonstrate Interest in Their Lives ↳ Rather than always talking shop, show genuine interest in your employees' personal lives and well-being. 8. Empower Them ↳ Stop them asking you for permission for everything; empower them to make decisions on their own. 9. Be Consistent ↳ Maintain consistency in your behaviour, even on off days. Avoid being unpredictable. 10. Give Them What They Need ↳ Provide the information and resources necessary for success. Don't withhold crucial information. 11. Grow Them ↳ Focus on them, not just yourself, by supporting and funding their development opportunities. 12. Focus on Outcomes Not Hours ↳ Monitor the outcomes and results employees achieve, not the number of hours they work. Trust isn’t just a reward for good performance, It’s a foundation for it. Do you agree? ♻️ Share with someone who needs to see this today! And follow Rob Dance for more LinkedIn content like this!
-
-
Yes, this is what really matters! #HR #Employee #Experience #Culture
What really matters 🔥 While perks like pizzas and bean bags can add to workplace satisfaction, they do not address the core needs that drive long-term engagement and loyalty. Respect, fairness, and tangible benefits form the foundation of a positive and productive work environment. Here’s a deeper dive into why these elements matter and how to address them effectively: 1. Respect and Fair Treatment: * Valued Input: Employees want to feel that their opinions and contributions are valued. Actively listen to their ideas and feedback, and show appreciation for their efforts. * Fair Recognition: Ensure that recognition and rewards are based on merit and not on personal biases or favouritism. Fairness in acknowledging achievements builds trust and motivation. 2. Equitable Opportunities: * Career Growth: Provide clear and fair paths for career advancement. Employees seek opportunities to grow and develop professionally, not just to be given perks. * Equal Access: Ensure that all employees have equal access to training, promotions, and resources, regardless of their background or position. 3. Competitive Compensation: * Market Rates: Offer competitive salaries and benefits within your industry. People expect to be fairly compensated for their skills and contributions. 4. Work-Life Balance: * Flexible Policies: Implement policies that support work-life balance, such as flexible working hours or remote work options. This shows respect for employees' personal lives and commitments. * Supportive Environment: Create a supportive environment that understands and accommodates personal and family needs. 5. Well-being: * Workplace Safety: Ensure that the workplace is safe and conducive to health, addressing physical and psychological safety concerns. 6. Constructive Feedback: * Regular Reviews: Conduct regular performance reviews that provide constructive feedback and guidance. Employees appreciate clear direction on how to improve and succeed. * Open Communication: Foster a culture of open communication where employees feel comfortable discussing concerns and seeking advice. 7. Autonomy and Empowerment: * Trust and Responsibility: Give employees the autonomy to make decisions and take ownership of their work. Trust in their abilities fosters a sense of empowerment and engagement. * Encouragement: Support innovative ideas and provide the resources needed for employees to take initiative and lead projects. 8. Recognition Beyond Perks: * Personal Appreciation: Show genuine appreciation for individual contributions through personalised recognition, rather than relying solely on material perks. * Team Celebrations: Celebrate team successes in meaningful ways that align with the team's values and achievements. ♻️Reno Perry
-
-
Disruptive HR reposted this
An HR Manager with generalist experience: Attraction | Recruitment | Retention | Strategy | Learning & Development | Management | Disciplinary | Grievance | Employee Wellbeing | Engagement | Data | Reward & Recognition
If you have the opportunity to do this - then take it! It was thought provoking, useful and interesting! I've also loved being part of the club, with access to more content and online training - what's not to love!
Interested in increasing your impact as an HR Business Partner? We have just the thing with our HRBP Programme. Our virtual training programme is spread over 4 consecutive weeks and includes a weekly live webinar (12.30 - 14.00 BST UK time) delivered by Lucy Adams and Karen Moran, Founders of Disruptive HR. Discover the very latest thinking in HR, trends, examples from progressive organisations and practical ideas you can try out in your role. Also included is a FREE annual membership to our Disruptive HR Club (worth £490.00+VAT/year). Starts 3 October 2024. Don’t forget, we can offer a 10% discount for five or more bookings from one organisation. Book your place through this link: https://lnkd.in/e_egV9TY #Business #Partner #Training #Disruptive #HR
-
-
The HR Business Partner: Toughest role in HR? HR Business Partners are the unsung heroes balancing strategy, operations, and people. It’s the toughest role in HR, but also the most rewarding—where being a coach, strategist, and cheerleader all come together to drive real business impact. In my latest article, discover why this role demands more than just expertise - it demands resilience and innovation. Lucy x #HRBP #HR #Role #Business #Partner
-
Fed up with outdated HR? Join the Disruptive HR Club to get inspired and enhance your skills! Our global community is designed to help you stay ahead of the curve, learn new skills, and get the tools and resources you need to be successful in today’s ever-changing world. Here's what you'll get: - Structured training programmes - Weekly, live and recorded training sessions - A global HR community for impactful networking - 100s of toolkits, videos, podcasts and case studies - Exclusive member-only discounts and benefits Choose the membership that suits your needs and budget: https://lnkd.in/dVDgBHXy Ready to get started? #HRSkills #Membership #Disruptive #HR #Community
-
Disruptive HR reposted this
🌟 Disruptive HR Masterclass: Recently, I had the privilege of attending the TÜV SÜD People Future Days 2024 event, where Lucy Adams delivered an eloquent and thought-provoking masterclass on Disruptive HR. Her insights left a lasting impression, and I’d like to share my key takeaways: Treat Employees as Adults: In a world of complex challenges, treating employees with respect and autonomy is crucial. When we empower our teams, they thrive. Engineers Are People Too: It’s easy to focus on technical skills, but let’s not forget the human side of engineering. Building strong relationships and understanding individual needs are essential. One Size Doesn’t Fit All: Cookie-cutter solutions rarely work. Instead, adopt a personalized approach when developing employee benefits. Understand their unique needs and preferences. Consumer-Centric Approach: Just like successful companies prioritize customer experience, HR should consider employees as internal customers. What benefits would they choose if they had a choice? Know Your Personas: Segmentation matters. Different employee groups have distinct needs. Tailor your HR strategies accordingly. Ignore the Resistors: Not everyone will embrace change. Don’t waste time convincing those who resist. Focus on those ready for transformation. Our Superpower, Our People: The heart of any organization lies in its people. Nurture their growth, well-being, and potential. In summary, Lucy challenged us to rethink our HR practices with a good dose of humour to boot. Let’s embrace simplicity, and innovation as we shape the future of work. 🚀
-